Sosyal Baltalama ve Çalışan Performansı İlişkisinde İş Stresi ve Duygusal Tükenmişliğin Rolü

Year 2019, Issue: 41, 1 - 15, 01.02.2019

İlksun Didem Ülbeği Esengül İplik Azmi Yalçın

Abstract

İşyerinde çalışanların yönetici ve iş arkadaşlarıyla kurduğu uyumlu ve destekleyici ilişkiler işi daha kolay ve keyifli yapmalarını sağlarken, gerilimli ilişkiler ise çalışanın psikolojik sağlığını olumsuz etkilemekte ve performanslarının düşmesine neden olmaktadır. Bu bağlamda yapılan bu çalışma kapsamında işyerinde karşılaşılan olumsuz davranışlardan biri olan yönetici kaynaklı baltalama davranışı ile çalışan performansı arasındaki ilişkiler incelenmiş, ayrıca iş stresi ve duygusal tükenmişliğin bu ilişkideki aracılık rolü ile birlikte seri aracılık rolü araştırılmıştır. Bu amaçla, araştırmada kullanılan veri Adana ilindeki özel ve kamu hastanelerinde görev yapan 367 hemşireden toplanmıştır. Araştırma kapsamında ilk olarak yapısal geçerliği ortaya koymak amacıyla doğrulayıcı faktör analizi yapılmış olup elde edilen değerler sonucunda χ/sd = 1,77; p < ,01; CFI = ,96; TLI = ,96; RMSEA = ,05; SRMR = ,03 modelin iyi uyum sağladığı ortaya konulmuştur. Ayrıca çalışmada kullanılan ölçeklerin güvenirliğine ilişkin olarak Cronbach Alfa iç tutarlık katsayısı dikkate alınmış ve sosyal baltalama, iş stresi, duygusal tükenme ve performans ölçeklerinin sırasıyla ,96; ,92; ,94 ve ,92 değerleriyle güvenilir olduğu tespit edilmiştir. Değişkenler arasındaki ilişkiler korelasyon analizi ile ortaya konulmuş olup elde edilen bulgular istatistiksel olarak anlamlı bulunmuştur. Modelin test edilmesinde yapısal eşitlik modeli ve seri çoklu aracılık analizi bootstrap yöntemi dikkate alınarak kullanılmıştır. Araştırma bulguları yönetici kaynaklı baltalama davranışının çalışan performansı ile negatif, iş stresi ve duygusal tükenmişlik ile ise pozitif ilişkili olduğunu ortaya koymuştur. Ayrıca bulgulara göre iş stresinin ve duygusal tükenmenin performans üzerinde negatif yönlü etkileri tespit edilmiştir. Bunların yanı sıra iş stresi ve duygusal tükenmenin pozitif yönlü ilişkileri olduğu görülmüştür. Ayrıca sosyal baltalama davranışının çalışan performansı üzerindeki etkisinde iş stresinin aracılık etkisi ortaya konulmuştur. Benzer şekilde sosyal baltalama davranışının çalışan performansına etkisinde duygusal tükenmenin aracılık etkisi tespit edilmiştir. Bunlara ek olarak sosyal baltalamanın çalışan performansı üzerindeki etkisinde iş stresi ve duygusal tükenmişliğin birlikte seri aracılık etkisi olduğu da belirlenmiştir. Elde edilen bu bulgular kuramsal bağlamda tartışılmaktadır.

Keywords

Sosyal baltalama, iş stresi, duygusal tükenmişlik, çalışan performansı

The Role of Job Stress and Emotional Exhaustion in the Relationship between Social Undermining and Employee Performance

Abstract

Employees’ supportive relations with their managers and coworkers enable their job easier and more pleasant whereas stressful relations affect their psychological health in a negative way and decrease their job performance. In this context in the study, the effect of managerial social undermining behaviors on job performance is examined. Moreover, the multiple serial mediator roles of job stress and emotional exhaustion in this relationship are also investigated. For this purpose, the data used in the study is collected from 367 nurses working in private and public hospitals in Adana. Within the context of the research firstly confirmatory factor analysis is conducted in order to reveal the construct validity χ/sd = 1,77; p < ,01; CFI = ,96; TLI = ,96; RMSEA = ,05; SRMR = ,03 . Moreover, regarding the reliability of the scales used in the study Cronbach Alpha, internal consistency coefficient is taken into consideration and it is revealed that the social undermining, job stress, emotional exhaustion, and performance scales are reliable with the coefficients of ,96; ,92; ,94 ve ,92. The relationships between the variables are produced with correlation analysis and the results are proved statistically significant. In order to test the model structural equation modelling and serial multiple mediation analysis regarding bootstrap method are used. Research findings revealed that managerial social undermining behavior has a negative effect on employee performance and a positive effect on job stress and emotional exhaustion. Moreover, it is revealed that job stress and emotional exhaustion have negative effects on performance. In addition to these, the results showed that job stress has a mediating role in the relationship between social undermining and job performance. Similarly, it is asserted that emotional exhaustion has a mediating role in the relationship between social undermining and job performance. Furthermore, job stress and emotional exhaustion have a multiple serial mediation effect in the relationship between social undermining and employee performance. These obtained results are discussed according to theoretical context

Keywords

Social undermining, Job stress, Emotional exhaustion, Employee performance

References

• Andersson, L. M. ve Pearson, C. M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. The Academy of Management Review, 24(3), 452-471.
• Anwar, F. ve Sidin, J. P. (2016). Social undermining, stress and well-being: A mediation mechanism. International Journal of Business and Economic Affairs (IJBEA), 1(1), 86-92.
• Appelbaum, S. H., Iaconi, G. D. ve Matousek, A. (2007). Positive and negative deviant workplace behaviors: causes, impacts, and solutions. Corporate Governance International Journal of Business in Society, 7(5), 586-598.
• Bakker, A. B., Demerouti, E. ve Verbeke, W. (2004). Using the job demands-resources model to predict burnout and performance. Human Resource Management, 43(1), 83-104.
• Bakker, A. B., Schaufeli, W. B., Demerouti, E., Janssen, P. P. M., Hulst, R. V. D. ve Brouwer, J. (2000). Using equity theory to examine the difference between burnout and depression, Anxiety, Stress, & Coping, 13(3), 247-268.
• Baron, R. M. ve Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
• Beheshtifar, M. (2014). Problems of social undermining in the organizations. Applied mathematics in Engineering. Management and Technology, 2(1), 219-222.
• Belcastro, P. A., Gold, R. S. ve Grant, J. (1982). Stress and burnout: Physiologic effects on correctional teachers. Criminal Justice and Behavior, 9, 387-395.
• Bollen, K. A. ve Stine, R. (1990). Direct and indirect effects: Classical and bootstrap estimates of variability. Sociological Methodology, 20 (1), 115-140.
• Bowling, M. B. ve Beehrs, B. D. (2006). A moderated mediation model of Machiavellianism, social undermining, political skill, and supervisor-rated job performance. Personality and Individual Differences, 104, 453-459.
• Burke, R. J., Shearer, J. ve Deszca, G. (1984). Burnout among men and women in police work: An examination of the Cherniss model. Journal of Health and Human Resources Administration, 7, 162-188.
• Crossley, C. D. (2009). Emotional and behavioral reactions to social undermining: A closer look at perceived offender motives. Organizational Behavior and Human Decision Processes, 108, 14-24
• Dar, L., Akmal, A., Naseem, M. A. ve Khan, K. U. D. (2011). Impact of stress on employees’ job performance in business sector of Pakistan. Global Journal of Management and Business Research, 11(6), 1-4.
• Duffy, M. K. (1998). Social undermining at work: A conceptual framework and empirical test. Unpublished Ph.D. dissertation, University of Arkansas.
• Duffy, M. K., Ganster, D. C. ve Pagon, M. (2002). Social undermining in the workplace. Academy of Management Journal, 45, 331-351.
• Duffy, M. K., Ganster, D. C., Shaw, J. D., Johnson, J. L. ve Pagon, M. (2006a). The social context of undermining behavior at work. Organizational Behavior and Human Decision Processes, 101, 105-126.
• Duffy, M. K., Shaw, J. D., Scott, K. I. ve Tepper, B. J. (2006b). The moderating roles of self-esteem and neuroticism in the relationship between group and individual undermining behavior. Journal of Applied Psychology, 91, 1066-1077.
• Ergin, C. (1992). Doktor ve Hemşirelerde Tükenmişlik ve Maslach Tükenmişlik Ölçeğinin Uyarlaması, VII. Ulusal Psikoloji Kongresi Bilimsel Çalışmaları El Kitabı, 143-154.
• Fang, R. (2010). Peer influence on undermining behaviors in the workplace: A social network perspective. Unpublished Ph.D. dissertation, University of Minnesota.
• Fritz, M. S. ve MacKinnon, D. P. (2007). Required sample size to detect the mediated effect. Psychological Science, 18 (3), 233-239.
• Gant, L. M., Nagda, B. A., Brabson, H. V., Jayaratne, S., Chess, W. A. ve Singh, A. (1993). Effects of social support and undermining on African-American workers' perceptions of coworker and supervisor relationships and psychological well-being, Social Work, 38(2), 158-164.
• Garland, B. (2004). The impact of administrative support on prison treatment staff burnout: An exploratory study. Prison Journal, 84, 452-471.
• Garner, B. R., Knight, K., ve Simpson, D. D. (2007). Burnout among corrections-based drug treatment staff: Impact of individual and organizational factors. International Journal of Offender Therapy and Comparative Criminology, 51, 510-522.
• Greenbaum, R. L., Mawritz, M. B. ve Piccolo, R. F. (2015). When leaders fail to “Walk the talk”: Supervisor undermining and perceptions of leader hypocrisy. Journal of Management, 41(3), 929-956.
• Griffin, M. L., Hogan, N. L., Lambert, E. G., Tucker-Gail, K. A. ve Baker, D. N. (2010). Job involvement, job stress, job satisfaction, and organizational commitment and the burnout of correctional staff. Criminal Justice and Behavior, 37(2), 239-255.
• Griffin, R. W. ve Lopez, Y. P. (2005). “Bad behavior” in organizations: A review and typology for future research. Journal of Management, 31(6), 988-1005.
• Hair, J. F. Jr., Black, W. C., Babin, B. J. ve Anderson, R. E. (2010). Multivariate data analysis: A global perspective, 7th edition. New Jersey: Prentice Hall.
• Hayes, A. F. (2009). Beyond Baron and Kenny: Statistical mediation analysis in the new millennium. Communication Monographs, 76(4), 408-420.
• Hayes, A. F. ve Scharkow, M. (2013). The relative trustworthiness of inferential tests of the indirect effect in statistical mediation analysis: Does method really matter? Psychological Science, 24(10), 1918-1927.
• Hayes, A. F., (2018). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach (Second edition). New York, NY: Guilford Press.
• Hayes, A. F., Preacher, K. J. ve Myers, T. A. (2011). Mediation and the estimation of indirect effects in political communication research (ss. 434-465). İçinde E. P. Bucy ve R. L. Holbert (Eds.), Sourcebook for political communication research: Methods, measures and analytical techniques. New York: Routledge.
• Hershcovis, M. S. (2011). ‘‘Incivility, social undermining, bullying. . .oh my!’’: A call to reconcile constructs within workplace aggression research. Journal of Organizational Behavior, 32, 499–519.
• Hershcovis, M. S. ve Barling, J. (2007). Towards a relational model of workplace aggression. İçinde J. Langan-Fox, C. L. Cooper ve R. J. Klimoski (Eds.), New horizons in management. Research companion to the dysfunctional workplace: Management challenges and symptoms (s. 268-284). Northampton, MA, US: Edward Elgar Publishing.
• Hobfoll, S.E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44, 513-524.
• House, R. J. ve Rizzo, J. R. (1972). Role conflict and ambiguity as critical variables in model of organizational behavior. Organizational Behavior and Human Performance, 7, 467-505.
• İplik, E., Ülbeği, İ. D. ve Develi, A. (2017). Çalışanların iş-yaşam kalitesi algısının üretkenlik karşıtı davranışlar ve performans üzerindeki etkisinin belirlenmesine yönelik bir araştırma. III. Uluslararası Sosyal Bilimler Sempozyumu, 26-27-28 Ekim 2017, Kahramanmaraş. 205- 219.
• Iqbal, A., Ijaz, M., Latif, F. ve Mushtaq, H. (2015). Factors Affecting the employee’s performance: A case study of bankıng sector in Pakistan. European Journal of Business and Social Sciences, 4(08), 309-318.
• Jalagat, R. (2016). Job performance, job satisfaction, and motivation: A critical review of their relationship. International Journal of Advances in Management and Economics, 5(6), 36-42.
• Jamal, M. (1984). Job stress and job performance controversy: An empirical assessment. Organizational Behavior and Human Performance, 33, 1-21.
• Jamal, M. (2016). Job stress and job performance relationship in challenge-hindrance model of stress: An empirical examination in the Middle East. Pakistan Journal of Commerce and Social Sciences, 10(3), 404-418.
• Karagonlar, G. ve Öztürk, E. B. (2015). İlk Yöneticinin çalışanı baltalamasının öz yeterlilik ve işten ayrılma niyeti ile ilişkisinde yönetici yetkinliğinin zararlı etkisi. İ.Ü. İşletme Fakültesi İşletme İktisadı Enstitüsü Yönetim Dergisi, 26(79), 156-179.
• Karthikeyan, C. (2017). An exploratory study on increasing social undermining in organisations: A socio-psychological leadership perspective. International Journal of Research in Social Sciences, 7(4), 554-590.
• Keinan, G., ve Malach-Pines, A. (2007). Stress and burnout among prison personnel: Sources, outcomes, and intervention strategies. Criminal Justice and Behavior, 34, 380-398.
• Kirkman, B. L. ve Rosen, B. (1999). Beyond self-management: Antecedents and consequences of team empowerment. Academy of Management Journal, 42(1), 58-74.
• Leiter, M. P. ve Maslach, C. (1988). The impact of interpersonal environment on burnout and organizational commitment, Journal of Organizational Behavior, 9, 297-308.
• Leiter, M. P. ve Maslach, C. (1999). Areas of worklife: A model of the organizational context of burnout. Journal of Health and Human Services Administration, 21(4): 472-489.
• Leiter, M. P., Frizzell, C., Harvie, P. ve Churchill, L. (2001). Abusive interactions and burnout: Examining occupation, gender, and the mediating role of community, Psychology & Health, 16(5), 547-563.
• Leymann, H. (1990). Mobbing and psychological terror at workplaces. Violence and Victims, 5(2), 119-126.
• MacKinnon, D. P., Lockwood, C. M., Hoffman, J. M.,West, S. G. ve Sheets, V. (2002). A comparison of methods to test mediation and other intervening variable effects. Psychological Methods, 7 (1), 83-104.
• Maslach, C. ve Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Occupational Behavior, 2, 99-113.
• Maslach, C. ve Jackson, S. E. (1984). Patterns of burnout among a national sample of public contact workers, Journal of Health and Human Resources Administration, 7, 189-212.
• Maslach, C. ve Jackson, S. E. (1986). Maslach Burnout Inventory (2nd Ed.) Palo Alto, CA: Consulting Psychologist Press.
• Meyer K. E. ve Peng M. W. (2006). Probing theoretically into Central and Eastern Europe: Transaction, resources, and institutions. Journal of International Business Studies, 36(6), 600-621.
• Ong, L. D. ve Tay, A. (2015). The effects of co-workers social undermining behaviour on employees’ work behaviours. 2015 GAI Istanbul International Academic Conference June 7-10, 2015, İstanbul.
• Preacher, K. J. ve Hayes, A. F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior Research Methods, Instruments and Computers, 36 (4), 717-731.
• Preacher, K. J. ve Hayes, A. F. (2008). Contemporary approaches to assessing mediation in communication research. İçinde A. F. Hayes, M. S. Slater ve L. B. Snyder (Eds.), The SAGE Sourcebook of Advanced Data Analysis Methods for Communication Research (s. 13-54). Thousand Oaks, CA: Sage Publications, Inc.
• Rahman, H. (2013). Job stress-employees performance and health: A study on commercial bank in Bangladesh. Global Journal of Management and Business Research Economics and Commerce, 13(4), 9-13.
• Rayner, C. (1997). The incidence of workplace bullying. Journal of Community & Applied Social Psychology, 7, 199-208.
• Robinson S. L. ve Bennett R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. The Academy of Management Journal, 38(2), 555-572.
• Rook, K. S. (1984). The negative side of social interaction: Impact on psychological well-being. Journal of Personality and Social Psychology, 4(5), 1097-1108.
• Sayn-Wittgenstein, J. P. (2016). An examination of workplace aggression, job performance, and flow-states. Unpublished Ph.D. dissertation, Florida International University.
• Shamir, B. ve Drory, A. (1982). Occupational tedium among prison officers. Criminal Justice and Behavior, 9, 79-99.
• Shrout, P. E. ve Bolger, N. (2002). Mediation in experimental and nonexperimental studies: New procedures and recommendations. Psychological Methods, 7 (4), 422-445.
• Singh, J., Goolsby, J. R. ve Rhoads, G. K. (1994). Behavioral and Psychological Consequences of Boundary Spanning Burnout for CustomerService Representatives, Journal of Marketing Research, 31(4), 558-569.
• Sulea, C., Filipescu, R., Horga, A., Orțan, C. ve Fischmann, G. (2012). Interpersonal mistreatment at work and burnout among teachers. Cognitie, Creier, Comportament/Cognition, Brain, Behavior, 16(4), 553-570.
• Sullivan, S. E ve Bhagat, R. S. (1992). Organizational stress, job satisfaction and job performance: Where do we go from here?. Journal of Management, 18(2), 3535-3374.
• Taylor, A. B., MacKinnon, D. P. ve Tein, J.-Y. (2007). Tests of the three-path mediated effect. Organizational Research Methods, 11 (2), 241-269.
• Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43, 178-190.
• Ülbeği, İ. D., Özgen, H. M. ve Özgen, H. (2014). Türkiye’de istismarcı yönetim ölçeğinin uyarlaması: Güvenirlik ve geçerlik analizi. Ç.Ü. Sosyal Bilimler Enstitüsü Dergisi, 23(1), 1-12.
• Vinokur, A. D. ve van Ryn, M. (1993). Social support and undermining in close relationships: Their independent effects on the mental health of unemployed persons. Journal of Personality and Social Psychology, 65(2), 350-359.
• Weiss, H. M. ve Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes and, consequences of affective experiences at work. Research in Organizational Behavior, 18, 1-74.
• Westman, M. ve Eden, D. (1996). The inverted-U relationship between stress and performance: A field study. Work and Stress, 10(2), 165-173.
• Yalçın, A. ve Ülbeği, İ. D. (2016). Çalışma hayatında yıldırma. Ankara: Akademisyen Kitabevi.
• Yozgat, U., Yurtkoru, S. ve Bilginoğlu, E. (2013). Job stress and job performance among employees in public sector in Istanbul: examining the moderating role of emotional intelligence. Procedia-Social and Behavioral Sciences, 75, 518-524.